In this situation, it may well be you to group from the a low-unionized shop was put towards existing negotiating equipment owing to good reconsideration software (and in case there was a suitable level of service), instead of courtesy a first eg application to possess certification. Within our see, the Board’s coverage in respect away from merchandising negotiating units stays legitimate in terms of steering clear of the undue fragmentation that will result in the event the staff at the some other locations in identical municipality was included in various other negotiating tools.
The proper care globe when you look at the Alberta is, without a doubt, highly arranged, therefore the geographical appropriateness off negotiating tools is not more than likely so you can happen while the an issue for the qualification proceedings that often. It is much more likely your Panel could well be asked to look at the trouble relating to a successorship application. For the a good successorship context here operates an assumption you to established bargaining liberties, and therefore existing bargaining formations, can be managed, until this new bargaining framework that results from this new successorship purchase will get improper.
The big event that is probably to make the ensuing bargaining framework incorrect is actually a combination out of predecessor’s and successor’s surgery and you can a mingling of the two workforces. Physical intermingling away from one or two workforces creates precisely the sort of condition that each and every labor relationships board do pick inappropriate into the a first degree — negotiating legal rights one slash around the team in identical group when you look at the an equivalent area. Although not, neither area forty two neither part 46 of your Labor Affairs Code, new successorship sections, discuss intermingling away from personnel otherwise reduce Board’s vitality so you’re able to intermingling activities. Continue reading %s